October 7, 2025-- INVERNESS, FL

This afternoon CCSD declared impasse in our ongoing contract negotiations. Your CCEA bargaining team is somewhat dismayed, but not necessarily surprised, by what seems a premature declaration.

The parties have been engaged in good faith bargaining and progress is being made. Both Instructional and Support contracts are in full-book review and, over the course of multiple sessions, the parties have reached tentative agreement on several articles for each. Despite collaborative progress-- perhaps owing to pressure from the FLDOE-- the Superintendent's representative issued the declaration related specifically to the Teacher Salary Increase Allocation--a portion of funds earmarked by the state for instructional compensation.

A declaration of impasse for only a portion of items on the table may not be allowable under Florida statute, however in any impasse situation, the parties may continue negotiations while exploring other possible paths to resolution. CCEA remains committed to bargaining in good faith and will continue to meet with the District in negotiations to ensure that the items which have been identified as priorities for the employees CCEA represents at the table will be addressed.

Learn more about the progress of 2025 full-book negotiations on our Collaborative Bargaining page.

For the past few bargaining cycles, CCEA has been advocating for a fair contract for our non-year-round Support staff (often referred to as non-251 staff). A key sticking point for our members has been the inequity that exists in the number of paid holidays offered in contract for employees who work between 181 and 217 days each year -- approximately 444 individuals in the CCEA Support unit.

Currently the contract allows for only one (1) paid holiday for these folks, compared with year-round staff who work 251 days and receive six (6) paid holidays. Looking at paid holidays as a proportion of contracted workdays: 2.39% of a year-round employee's contract is paid holidays, while .46% of a 217-day employee's contract is paid holiday. This inequity means that year-round staff benefit disproportionately in annual compensation as well as in contributions toward retirement (FRS). Not only are these non-251 employees are already among the lowest paid employees in the District, they benefit less in retirement.

If adjusted for true fairness and equity, these employees would be receiving four (4) paid holidays. CCEA is advocating that one added paid holiday for these employees is not only affordable and beneficial, it is fair and just.

One final bit of rationale for increasing the paid holidays for non-year-round Support: CITRUS COUNTY is the only district in the West -Central region that doesn't offer AT LEAST five (5) paid holidays to all Support staff. Want to show respect for the folks who keep the District going? Offer a competitive contract!

September 15, 2025, marked the 50th anniversary of the recognition of CCEA as the collective voice of educators in Citrus County Schools! For half a century, teachers in our District have stood together in solidarity to protect our working conditions and to advocate for the best possible learning environment for our students.

Our union exists today because of the commitment of the educators who came before us, and at a time when our profession and Florida's public sector unions are taking on ever-increasing challenges, our members keep fighting forward. We are -- each of us --stewards of the movement that began with the nation's first state-wide teacher walk-out in 1968, which resulted in the right to collective bargaining being enshrined in the FL Constitution. It is a right that generations of Citrus County Educators have worked hard to preserve. 

We welcome YOU to be part of the difference we make!

Like many other FEA locals across the state, CCEA received notice that PERC elections would be held during the summer months when most of our members are not at work. Mail ballot elections ensure all eligible unit members have an opportunity to cast a vote to protect our collective voice and our negotiated working conditions.

CCEA's Classified and Professional Technical Support unit election will be held between June 30th and July 29th, and the Instructional unit election will be held between July 16th and August 13th. It is imperative that ballots be returned within the election timeline in order for them to be counted.

Be on the lookout for envelopes from the State of Florida Public Employees Relations Commission:

Follow the directions carefully, mark "YES - Citrus County Education Association", and return your ballot immediately-- being certain to affix the appropriate postage to the return envelope to ensure delivery before the close of the election window. 

REMINDER: Your ballot will be mailed to the contact address you have on file with Citrus County Schools. If you are exempt from public record, your ballot may be retrieved at your worksite; contact your administration for directions.

Election results will be shared on the CCEA Facebook page as they are available.

CALL FOR SELF-NOMINATIONS for

CCEA LEADERSHIP ROLES

OPENS ON February 6th

CLOSES ON February 20th

CLICK HERE for 2025-26 Self-nomination Form

INVERNESS, FL -- Sept 3, 2024

Only one week after successfully concluding the second of our two PERC unit certification elections, CCEA and CCSD wrapped up contract negotiations for the 2024-2025 school year, paving the way for ratification voting and the possibility of retro checks in the month of October for Support members!  Talks began early in 2024 with the compensation subcommittee meeting over the course of several months to knit together the fabric of a mutual proposal which would lead to a final settlement averaging just over 6% for Classified & Professional Technical Support and offering recognition of teaching experience for instructional staff for the first time since the Teacher Salary Increase Allocation (TSIA) was introduced.

Beyond salary improvements, this year's agreements secure improvement in the payout of terminal leave, define progressive discipline under just cause, and increase Board contributions to health insurance to ensure that more of the negotiated raises remain in employee's pockets. All tentative agreements are shared on the Collaborative Bargaining page and must be ratified by both the bargaining units as well as the school board in the coming days.

While both the TSIA and state mandated $15/hour minimum wage created considerable wage compression in both units, diminishing the value of experience in employee compensation, this year's agreement is an affirmation that experience does matter.